Reference no: EM133055377 , Length: word count:2500
HRMT6004 International and Comparative Human Resource Management - Southern Cross University
Assessment Task
Conduct an interview with an expatriate (company assigned or SIE.
Identify and analyse three HRM issues for the expatriate (these should be different to the two issues from Assessment 1).
Critically evaluate the three HRM issues involved with this specific expatriate.
Make recommendations as to how an organisation can address issues raised.
Purpose
Identifies three relevant research topics that provide direction for the paper .
The thesis clearly and concisely states the position, and is consistently the focal point throughout the paper.
Analysis
The three IHRM issues are analysed in terms of the literature.
Culture and institutional factors are analysed in terms of the literature.
Logical recommendations are made and justified in terms of the literature.
Research
Provides compelling and accurate evidence to support in-depth the central position
Reference to at least 12 credible, relevant and timely sources from the past five years.
Integrating evidence (paraphrasing, synthesising and quotations).
Referencing - in-text (citing) and reference list - follows the SCU Harvard style.
Structure
Clear, logical structure that enhances the analysis.
Cohesion between sentences and paragraphs is highly effective.
Adherence to the word length (+ or - 10%).
In Assessment 2 you will be conducting an exploratory in-depth interview with an expatriate to learn something new about the person's work experience, rather than testing something that is known.
In essence, it is a conversation with an individual who can give you information about an organisation's international human resource management policies and practices.
Identify and analyse three international HRM issues faced by the expatriate when working in another country.
These issues should be different to those discussed in Assessment 1.
Possible topic areas can be drawn from the prescribed textbook such as the recruitment and selection process, selection criteria, training and development, culture, compensation, dual career couples, re-entry/repatriation and career issues.
Your participant (expatriate) can be from your workplace, or a friend or family member. They can be either a company-assigned expatriate or a self-initiated expatriate. They can be on a short-term, extended or longer-term assignment; or engaged in non-standard arrangements such as commuter, rotator, or contractual. They can be working in a multi-national enterprise (MNE), a small to medium-size enterprise (SME), or in a government entity, regional trade body, or charity.
Your participant must have worked or be working in another country.
Participation is on a voluntary basis. It is suggested that you ask someone early and also consider an alternative interviewee should your first choice become unavailable.
Explain to your participant that information will be coded and that information is for assessment purposes only and will not be published in any form outside of the assignment paper itself.
This is an exploratory qualitative piece of research. You can use semi-structured questions. Prepare your questions in advance.
The interview should have a clear purpose.
The purpose is gaining a better understanding of international HRM principles and practices from the perspective of an expatriate.
The interviewee should know in advance what sorts of questions will be asked and the approximate length of the interview.
The interview can be conducted face-to-face, or by telephone, Skype, WebEx or any other platform.
Attachment:- Comparative Human Resource Management.rar